Wealth Management Academy Coordinator | Barclays

Join us as an Academy Coordinator, where youll manage the end-to-end coordination of Academy hiring programmes. Youll help build a sustainable pipeline of internally upskilled talent aligned to business demand, training capacity and workforce plans.

Key accountabilities:

- Coordinate Academy intakes from planning through to confirmed start dates, ensuring delivery against agreed timelines and capacity plans.
- Partner with Academy, training and business stakeholders to agree cohort volumes, intake schedules and hiring priorities.
- Produce and maintain pipeline, intake and conversion MI to support planning, governance and decision-making.
- Ensure candidates meet all readiness requirements before entering and exiting Academy programmes.
- Identify delivery risks, manage dependencies and drive continuous improvements to Academy processes, controls and reporting.

To be successful in this role, you should have experience with:

Programme and intake coordination - Managing end-to-end programme or recruitment intakes, including planning, scheduling, milestones and stakeholder coordination.

Workforce planning and stakeholder management - Partnering with stakeholders to balance demand, capacity and delivery timelines, resolve conflicts and drive timely decisions.

Management information and reporting - Producing MI, dashboards and reports that provide insight, highlight risks and support data-led decision-making.

Candidate readiness and onboarding - Managing onboarding activities, readiness checks and issue resolution to support a smooth transition into and through structured development programmes.

Risk, governance and continuous improvement - Maintaining controls, tracking delivery risks and improving processes to enhance efficiency, transparency and candidate experience.

Highly valued skills:

Influencing and stakeholder engagement - Able to build credibility quickly, align diverse stakeholder groups and challenge constructively to achieve outcomes.

Communication and executive reporting - Confident communicating with senior stakeholders, producing concise updates and presenting complex information clearly.

Analytical thinking and execution focus - Able to connect data points, identify trends and risks, prioritise effectively and drive actions through to completion.

The role is intended to be based in Birmingham, although other locations may be considered for the right candidate.

You may be assessed on key critical skills relevant for success in the role, including risk and controls, change and transformation, business acumen, strategic thinking, digital and technology, as well as role-specific technical skills.

Purpose of the role

To design and implement programmes and initiatives that support the growth and development of the banks employees and leaders. 

Accountabilities

• Development and implementation of training and development programmes and initiatives, including creation and execution of training sessions, workshops, and other learning opportunities.
• Collaboration with HR and hiring managers to analyse the current and future development needs of the organisation.
• Design and delivery of classroom and digital based training content, programmes and associated User Experience.
• Management of onboarding programmes including training, onboarding materials, introduction meetings and providing support throughout the onboarding process.
• Analysis of data and metrics to measure success of talent development programmes and initiatives.
• Development and implementation of coaching and mentoring programmes, train the trainer programmes for facilitators and relevant educational materials.
• Develop and implement talent pipelining processes, identifying, managing, progressing and promoting talent capability across the bank with succession management and career progression.

Assistant Vice President Expectations

• To advise and influence decision making, contribute to policy development and take responsibility for operational effectiveness. Collaborate closely with other functions/ business divisions.
• Lead a team performing complex tasks, using well developed professional knowledge and skills to deliver on work that impacts the whole business function. Set objectives and coach employees in pursuit of those objectives, appraisal of performance relative to objectives and determination of reward outcomes
• If the position has leadership responsibilities, People Leaders are expected to demonstrate a clear set of leadership behaviours to create an environment for colleagues to thrive and deliver to a consistently excellent standard. The four LEAD behaviours are: L Listen and be authentic, E Energise and inspire, A Align across the enterprise, D Develop others.
• OR for an individual contributor, they will lead collaborative assignments and guide team members through structured assignments, identify the need for the inclusion of other areas of specialisation to complete assignments. They will identify new directions for assignments and/ or projects, identifying a combination of cross functional methodologies or practices to meet required outcomes.
• Consult on complex issues; providing advice to People Leaders to support the resolution of escalated issues.
• Identify ways to mitigate risk and developing new policies/procedures in support of the control and governance agenda.
• Take ownership for managing risk and strengthening controls in relation to the work done.
• Perform work that is closely related to that of other areas, which requires understanding of how areas coordinate and contribute to the achievement of the objectives of the organisation sub-function.
• Collaborate with other areas of work, for business aligned support areas to keep up to speed with business activity and the business strategy.
• Engage in complex analysis of data from multiple sources of information, internal and external sources such as procedures and practises (in other areas, teams, companies, etc).to solve problems creatively and effectively.
• Communicate complex information. 'Complex' information could include sensitive information or information that is difficult to communicate because of its content or its audience.
• Influence or convince stakeholders to achieve outcomes.

All colleagues will be expected to demonstrate the Barclays Values of Respect, Integrity, Service, Excellence and Stewardship our moral compass, helping us do what we believe is right. They will also be expected to demonstrate the Barclays Mindset to Empower, Challenge and Drive the operating manual for how we behave.